JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN

MANUFACTURING FIRM (A STUDY OF COCO-COLA COMPANY)

Synopsis

Introduction

Job satisfaction represents one of the most complex areas when it comes to managing their
employees. Many studies have demonstrated an unusually large impact on the job satisfaction
on the motivation of workers, while the level of motivation has an impact on productivity, and
hence also on performance of business organizations. There is a considerable impact of the
employee’s perceptions for the nature of his work and the level of overall job satisfaction.
Financial compensation also has a great impact on the overall job satisfaction of employees.

Employee job satisfaction is supremely important in an organization because it is

what productivity depends on. If your employees are satisfied they would
produce superior quality performance in optimal time and lead to growing profits.
Satisfied employees are also more likely to be creative and innovative and come
up with breakthroughs that allow a company to grow and change positively with
time and changing market conditions.

Need of the study:

1. The study explains about the relation between the job satisfaction and employees
performance.
2.

Scope of the study:

The Coca-Cola Company is a multinational beverage corporation and which is located in

Hyderabad, and head – quarter in Atlanta, Georgia.

Objective of the study:

 1. To determine the relationship between job satisfaction and employee performance in
coca-cola company.
2. To analyse level of job satisfaction and job performance among employee in coca-cola
company.
3. To know the influence of job satisfaction dimensions on employee job performance.

Research Methodology:

In research methodology I have used random sampling method to analyse the employees job
satisfaction and employees performance in manufacturing firm. In the total no.of employees I
have interviewed 60 employees and 2 managers in the company via E-mail mail interview and
telephone interview method. In this method I have sent a questionnaire to the employees mail
and also to the managers mail. They have given there responses. In telephonic interview I asked
some of the questions to the employees.Here, I have used graphs to represent the job
satisfaction.

Limitations of the study:

1. There are so many no. of employees in the organization.

2. Some of the employees responded slowly.
3. Most of the employees were didn’t responded while sending the questionnaire.
4. There will be having some of the issues while connecting the call.

CHAPTER-1

INTRODUCTION

Job satisfaction is a psychological state of how an individual feel towards work, in other
words, it is people’s feelings and attitudes about variety of intrinsic and extrinsic elements
towards jobs and the organizations they perform their jobs in. The elements of job
satisfaction are related to pay, promotion, benefits, work nature, supervision, and
relationship with colleagues . Employees‟ satisfaction is considered as all-around module of
an organization’s human resource strategies. According to Simatwa (2011) Job satisfaction
means a function which is positively related to the degree to which one’s personal needs
are fulfilled in the job situation. Kuria (2011) argues that employees are the most satisfied
and highly productive when their job offers them security from economic strain, recognition
of their effort clean policy of grievances, opportunity to contribute ideas and suggestions,
participation in decision making and managing the affairs, clean definitions of duties and
responsibilities and opportunities for promotion, fringe benefits, sound payment structure,
incentive plans and profit sharing activities, health and safety measures, social security,
compensation, communication, communication system and finally, atmosphere of mutual
trust respect. Job satisfaction means pleasurable emotional state of feeling that results from
performance of work.

Employee job satisfaction is supremely important in an organization because it is what

productivity depends on. If your employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied employees are
also more likely to be creative and innovative and come up with breakthroughs that allow a
company to grow and change positively with time and changing market conditions.
Employee satisfaction is becoming more challenging for companies including those in the
telecommunication industry due to a number of factors such as availability of the right
talent in some fields, manager-employee relations, competition, differences in the level of
employer employee expectations, the high cost associated with hiring new talents, among
others. Employers‟ need for strategic effort directed at satisfying current employees is now
urgent than ever to improve retention rates and decrease the associated costs of high
turnover. Voluntary turnover is a huge problem for many organizations.

Job Satisfaction:

Job satisfaction is defined as the level of contentment employees feel with their job. This
goes beyond their daily duties to cover satisfaction with team members/managers,
satisfaction with organizational policies, and the impact of their job on employees’ personal
lives.

Employee performance:

Employee performance is defined as how an employee fulfills their job duties and executes
their required tasks. It refers to the effectiveness, quality, and efficiency of their output.
Performance also contributes to our assessment of how valuable an employee is to the
organization.

Theories of Job Satisfaction:

Job satisfaction theories have a strong overlap with theories explaining human motivation.
The most common and prominent theories in this area include: Maslow’s needs hierarchy
theory, Herzberg’s motivator-hygiene theory; the Job Characteristics Model and the
dispositional approach. These theories are described and discussed below.

1.Maslow’s needs of Hierarchy theory: Maslow’s needs hierarchy was developed to

explain human motivation in general. However, its main tenants are applicable to the work
setting, and have been used to explain job satisfaction. Within an organisation, financial
compensation and healthcare are some of the benefits which help an employee meet their
basic physiological needs. Safety needs can manifest itself through employees feeling
physically safe in their work environment, as well as job security and/ or having suitable
company structures and policies. When this is satisfied, the employee’s can focus on feeling
as though they belong to the workplace. This can come in the form of positive relationships
with colleagues and supervisors in the workplace, and whether or not they feel they are a
part of their team/ organisation. Once satisfied, the employee will seek to feel as though
they are valued and appreciated by their colleagues and their organisation. The final step is
where the employee seeks to self-actualise; where they need to grow and develop in order
to become everything they are capable of becoming. Although it could be seen as separate,
the progressions from one step to the next all contribute to the process of self-
actualisation.
2.Herzberg’s motivator-hygiene theory: Herzberg’s motivator-hygiene theory
suggests that job satisfaction and dissatisfaction are not two opposite ends of the same
continuum, but instead are two separate and, at times, even unrelated concepts.
‘Motivating’ factors like pay and benefits, recognition and achievement need to be met in
order for an employee to be satisfied with work. On the other hand, ‘hygiene’ factors (such
as, working conditions, company policies and structure, job security, interaction with
colleagues and quality of management) are associated with job dissatisfaction.

Because both the hygiene and motivational factors are viewed as independent, it is possible
that employees are neither satisfied nor dissatisfied. This theory postulates that when
hygiene factors are low the employee is dissatisfied, but when these factors are high it
means the employee is not dissatisfied (or neutral), but not necessarily satisfied. Whether
or not an employee is satisfied is dependent on the motivator factors. Moreover, it is
thought that when motivators are met the employee is thought to be satisfied.

Job Characteristics Model: The Job Characteristics Model (JCM) explains that job
satisfaction occurs when the work environment encourages intrinsically motivating
characteristics. Five key job characteristics: skill variety, task identity, task significance,
autonomy and feedback, influence three psychological states . Subsequently, the three
psychosocial states then lead to a number of potential outcomes, including: job satisfaction.

Dispositional approach: This dispositional approach suggests that job satisfaction is

closely related to personality. It postulates that an individual has a strong predisposition
towards a certain level of satisfaction, and that these remain fairly constant and stable
across time. The evidence for this approach can be divided into indirect studies and direct
studies.

Elements of Job satisfaction:

1. Upward mobility in every role.

2. Performance-related pay.
3. Paid holidays.
 4. Health care.
5. A Safe and Social workplace.

1.Upward mobility in every role: we believe that every employee should have a career
path. From the warehouse to the executive level, we want everyone to know where they’re
going and be rewarded when they take the initiative to reach that next level.

2.Performence-related pay. If you achieve more, you should receive more. It seems like a
simple incentive but can be easily overlooked in a complex organization.

3.Paid holidays. We believe in making the work environment a fun place to be but
recognize that, from time to time, everyone needs a break from work without a break in
their income.

4.Health care: A hot potato for politicians, to be sure, but a crucial benefit for our
employees. The peace of mind that health insurance brings has clear benefits to employers,
in terms of reduced stress and attracting new talent.

5.A safe and social workplace: Another that’s easy to overlook because it seems simple, a
friendly work environment that is free from harassment is easier said than done. That’s why
we work hard to achieve it and ask employees to tell us when we don’t meet the high
standards we set for ourselves.

What works for your organization may include some of these elements, or it could be
completely different. The key is to understand what serves to motivate people in your industry
and drive greater employee satisfaction by catering to some or all of these incentives.

Need of the study:

1. The study explains about the relation between the job satisfaction and employees
performance.

Scope of the study:

The Coca-Cola Company is a multinational beverage corporation and which is located in
Hyderabad, and head – quarter in Atlanta, Georgia.

Objective of the study:

1.To determine the relationship between job satisfaction and employee performance in coca-
cola company.

2.To analyse level of job satisfaction and job performance among employee in coca-cola
company.

3.To know the influence of job satisfaction dimensions on employee job performance.

Research Methodology:

In research methodology I have used random sampling method to analyse the employees job
satisfaction and employees performance in manufacturing firm. In the total no.of employees I
have interviewed 60 employees and 2 managers in the company via E-mail mail interview and
telephone interview method. In this method I have sent a questionnaire to the employees mail
and also to the managers mail. They have given there responses. In telephonic interview I asked
some of the questions to the employees .Here, I have used graphs to represent the job
satisfaction.

Limitations of the study:

1.There are so many no. of employees in the organization.

2. Some of the employees responded slowly.

3.Most of the employees were didn’t responded while sending the questionnaire.

4.There will be having some of the issues while connecting the call.